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eobf_D 7/5/06 2:59 PM Page 205

Diversity in the Workplace

DISTRIBUTION
SEE Channels of Distribution; Transportation

DIVERSITY IN THE
WORKPLACE
Diversity means having distinct or unlike elements. In a
workplace, diversity means employing people who may be
different from each other and who do not all come from
the same background. The differences may be those of
national origin, physical appearance, religion, education,
age, gender, or sexual orientation.
Corporate culture previously focused on a very nar-
row range of differences, but the range has become
broader. Diversity in the workplace has now become a A diverse workplace leads to a stronger company. © BILL
reality for all employers. Managing that diversity is an idea VARIE/CORBIS
whose time has come. Employers of all kinds are awaken-
ing to the fact that a diverse workforce is not a burden, but
a potential strength.

THE CHANGING FACE OF AMERICA • Fostering a greater understanding of the nature and
Changing demographics is an urgent reason for the dynamics of individual differences
increased interest in managing diversity in the workplace. • Helping participants understand their own feelings
When the 2000 census results were reported, business and attitudes about people who are different from
received a jolt: Hispanics had become nearly 13 percent of themselves
the U.S. population and had surpassed African Americans
• Exploring how differences might be tapped as assets
as the largest minority group. With more diversity come in the workplace
varied expectations of service as well as language barriers.
Customer service training consultants are adding diversity
HARASSMENT
to their curriculum because customers have varied back-
grounds and expect customized service. Employers realize The Equal Employment Opportunity Commission
they must attract, retain, and promote a full spectrum of (EEOC) is the federal agency responsible for enforcing
people to be successful. So great is their need that advice antidiscrimination efforts. The EEOC has identified what
on management of diversity is a growth industry. constitutes unlawful harassment: It is verbal or physical
conduct that denigrates or shows hostility or aversion
Progressive employers have developed specialized
toward an individual because of his or her race, color, reli-
programs to deal with the workforce diversity. Some of
gion, gender, national origin, age, or disability or that of
these programs, known as “valuing differences programs,” his or her friends, relatives, or associates. It must also cre-
are geared to the individual and interpersonal level. Their
ate a hostile work environment, interfere with work per-
objective is to enhance interpersonal relationships among formance, and affect one’s employment opportunities.
employees and to minimize blatant expressions of preju-
Many states, cities, and employers have also included sex-
dice. Often these programs focus on the ways that men
ual orientation in their antidiscrimination policies.
and women or people of different races or cultures have
unique values, attitudes, behavior styles, and ways of Examples of harassment include epithets, slurs, nega-
tive stereotyping, or threatening acts toward an identified
thinking. These educational sessions can vary in length
person or group. Other examples include written or
from one day to several days or they can occur on an
ongoing basis. They usually concentrate on one or several graphic material placed on walls, bulletin boards, or else-
where on the employer’s premises that denigrates or shows
of the following general objectives:
hostility or aversion toward an individual or group.
• Fostering awareness and acceptance of human differ- Included in this definition are acts that purport to be
ences pranks but in reality are hostile or demeaning.

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